About this role
Job Introduction
Thank you for your interest in joining the People Directorate at Notting Hill Genesis.
Our HR function is evolving into a confident, proactive partnership model. We work alongside leaders to manage risk well, support fair and consistent decision-making and build a positive, values-led colleague experience.
The Performance Improvement Specialist plays an important role in this ambition. As a core member of the Employee Relations Centre of Expertise, you will help improve individual and team performance by strengthening manager capability, supporting early intervention and ensuring performance and capability matters are managed fairly, consistently and effectively.
You do not need housing sector experience to succeed. What matters most is strong performance and capability expertise, sound knowledge of employment law, and the ability to coach and influence managers to address underperformance confidently and constructively.
What the role is all about
As Performance Improvement Specialist, you will support the organisation’s approach to improving individual and team performance and capability.
You will work closely with managers, HR Business Partners and the Employee Relations Centre of Expertise to identify and address underperformance, improve the quality of performance and probation decisions, and ensure consistent performance standards across the organisation.
Rather than focusing only on individual cases, you will use data and insight to identify recurring or systemic performance issues and help develop targeted interventions. Through this work, you will support our shift from a reactive approach to one that is proactive, insight-led and focused on continuous improvement.
How you’ll make a difference
You will strengthen organisational performance and capability by:
Driving a more proactive and consistent approach to performance management across the organisationHelping managers address performance issues early, confidently and effectivelyIdentifying patterns of underperformance and supporting targeted interventionsReducing reliance on formal employee relations processes by embedding strong informal performance management practicesImproving outcomes for colleagues through fair, consistent and supportive approaches to performance and capabilityStrengthening manager understanding of performance management during probation and the early stages of employmentImproving the quality and consistency of probation and early performance decisionsProviding performance insight and analysis to inform leadership decision-making and workforce planning How you’ll do it
Support the organisation’s approach to performance and capability management, ensuring consistent standards, clear expectations and effective policy applicationIdentify patterns of persistent or recurring underperformance, using data and insight to target and prioritise interventionsCoach and support managers to manage performance confidently through both informal and formal approachesProvide practical guidance on performance and probation decisions, including progression, extension and exitEnsure performance, capability and probation approaches are fair, consistent and aligned with employment lawInterpret relevant legislative changes and translate them into practical guidance for managers and HR colleaguesWork closely with the Employee Relations Centre of Expertise to align performance management with capability processes and formal ER frameworksPartner with HRBP's to align performance improvement activity with business priorities, workforce planning and capability needsAnalyse performance data and trends, providing clear insight and recommendations to improve organisational performance and reduce riskDesign and embed practical tools, frameworks and interventions that support consistent performance management All about you
Essential
Strong experience of managing underperformance and supporting managers with performance and capability mattersStrong understanding of performance management frameworks, including informal and formal capability processesGood knowledge of UK employment law relating to performance, capability and probation, including the practical implications of legislative changeExperience of interpreting legislative or policy changes and translating them into clear, practical guidanceProven ability to coach, influence and constructively challenge managersExperience of identifying and responding to patterns, trends and systemic performance issuesExperience working with employee relations processes, particularly performance and capability casesStrong analytical skills, with the ability to translate data into actionable insight and targeted interventionsAbility to design and embed practical tools, frameworks and interventionsStrong organisational skills, with the ability to manage multiple priorities and stakeholdersExperience working in a complex, multi-site or unionised environment Desirable
CIPD Level 5 qualification, an equivalent qualification or demonstrable experience operating at this level What’s in it for you?
Benefits include:
Excellent annual leave and flexible working options (qualifying period may apply)Generous pension schemeEnhanced family leave (qualifying period may apply)Employee Assistance ProgrammeHealth cash planRetail, leisure and lifestyle discountsInterest-free loansCycle to work schemeLife assurance – 4x annual salary All about us
Notting Hill Genesis is a not-for-profit organisation providing affordable homes for Londoners and it is now one of the largest housing associations in London. We are both a landlord and a developer, with more than 65,000 existing homes and we employ around 1,800 employees.
We welcome applications from everyone.
If you are interested, please send your application now! Closing date is 15 September 2026
NHG reserves the right to close this vacancy early if we receive sufficient applications for the role, so we advise you to submit your application at your earliest opportunity